Description
Description
Build a hiring process that produces consistent, defensible decisions instead of gut calls. You will learn to translate role outcomes into competencies and behaviors that can be observed in a 45‑minute interview. The system shows how to map competencies to question banks, how to assign interviewers, and how to prevent overlap. A calibration module teaches panelists to anchor ratings with examples rather than adjectives. You will practice writing structured probes, follow‑ups, and silent waits that surface evidence without leading the candidate. Scorecard templates convert notes into ratings that are auditable and bias‑aware. We include debrief agendas that keep discussion inside time boxes and end with a clear hire/no‑hire decision. A sourcing checklist aligns job ads, outreach, and screening to the same competencies, reducing false positives. You will learn how to brief references so calls confirm specific behaviors rather than vibes. A closing guide links offers to candidate motivation and sets expectations for the first 90 days. By the end, you own a reusable, scalable interview system that raises signal, lowers noise, and speeds hiring safely.
Format
Short video lessons, editable scorecards (Sheets), competency library, question banks, debrief agendas, sourcing checklist, reference brief, offer close guide
Duration
3.5 hours self‑paced
What You’ll Learn
– Competency design from role outcomes
– Structured interviewing & probes
– Panel calibration & bias control
– Debrief facilitation
– Sourcing alignment
– Evidence‑based decisions
Target Audience
People Ops, hiring managers, recruiters, and interview panel leads
Videos + scorecards + competency library + question banks + agendas + checklists + guides
3.5 hours
– Competency design
– Structured interviewing
– Calibration & bias
– Debriefs
– Sourcing alignment
– Evidence decisions
People Ops, hiring managers, recruiters, panel leads
English